Cisco Layoffs 2026: News, Restructuring & Severance Pay in Canada

As of May 2026, Cisco Systems (Cisco) is planning to eliminate nearly 4,000 jobs, or around 5% of its global workforce.

“The companies that will win in the AI era will be those with focus, urgency, and the discipline to continuously shift investment toward the areas where demand and long-term value creation are strongest…This means making hard decisions — about where we invest, how we’re organized, and how our cost structure reflects the opportunity in front of us,” CEO Chuck ⁠Robbins said in a blog post on the tech giant’s website.

“Most notifications will begin on May 14 and continue globally in alignment with applicable local laws and regulations.”

If you’re a non-unionized worker or manager at Cisco in Canada, which is a provincially regulated employer, understanding these developments is the first step in ensuring your legal rights are protected during this period of restructuring.

Cisco Layoffs: A Timeline of Recent Job Cuts

• Aug. 2025: Cisco has trimmed several departments, affecting Canadian staff, despite strong fourth-quarter results.
• Aug. 2024: Cisco has conducted a second round of job cuts — affecting approximately 5,900 employees.
• Feb. 2024: Cisco has axed around 4,000 jobs to kick off the year to better “align for future growth.”

Your Rights as a Non-Unionized Employee

Whether your departure is labelled a “layoff,” “restructuring,” or a “voluntary package,” your legal rights are governed by Canadian common law.

How Severance Pay Works

For non-unionized staff and managers at Cisco, severance pay isn’t determined by a single internal policy.

Instead, it’s based on the unique circumstances of your situation:

• The 24-Month rule: Depending on your age, length of service, and the nature of your role, you may be entitled to up to 24 months of severance pay.
• Managerial complexity: For managers, severance must often account for bonuses, RSUs, and stock options.
• Provincially regulated status: Because Cisco is a provincially regulated employer, specific rules under a province’s employment legislation apply alongside common law standards.

Defining Wrongful Dismissal

A “wrongful dismissal” is a specific legal term. It occurs whenever an employer in Canada terminates a non-unionized worker without “just cause” but fails to provide the proper amount of severance pay.

This isn’t a reflection of the company’s intent, but rather a calculation of whether the package meets the high standards set by Canadian courts.

If an employment contract’s termination clause is unenforceable, or if a “temporary layoff” is implemented without a prior written agreement, an employee may have a claim for full severance.

Recommended Steps for Affected Cisco Canada Staff

If you’ve been notified of job loss or offered a “voluntary departure” package at Cisco in Canada:

1. Don’t sign anything immediately: You’re legally entitled to a reasonable period to review any offer. Signing a release prematurely can waive your right to pursue full compensation.
2. Use the Severance Pay Calculator: Get an anonymous, instant estimate of your entitlements.
3. Check your compensation: Ensure your offer includes all variable pay, including bonuses and benefits.
4. Seek legal advice: An experienced employment lawyer can ensure that you receive fair compensation.

Cisco Layoffs: Frequently Asked Questions

Are layoffs at Cisco permanent?

For non-unionized employees, a layoff is typically treated as a permanent termination of employment requiring full severance.

Can a manager at Cisco negotiate a better deal?

Yes. Initial offers from large employers often focus on minimum standards rather than full common law entitlements.

Does Cisco have to include bonuses in severance?

Often yes — especially if bonuses were a regular part of compensation.

Lost Your Job? Get Help Now

Samfiru Tumarkin LLP has helped over 60,000 Canadians secure the compensation they’re owed, and has earned more than 3,000 5-star reviews across the country.

Disclaimer: The materials above are provided as general information about the rights of non-unionized employees in Canada. It is not specific to any one company and SHOULD NOT be read as suggesting any improper conduct on the part of any specific employer, or a relationship between Samfiru Tumarkin LLP and a specific employer.